====================================================================================
When I read any book, I scribble my comments / notes in the margins
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Pg.
No. xx
·
By
Dec. 1999?
·
Pro-active
Mktg. Module
·
Electronic
filing & retrieval of all papers Order Execution Module #2
Pg.
No. xxi
·
Getting
our vendors to e-mail the databases to us
·
Delivering
resumes thru e-mail
·
Clients
to “headhunt” their own.
Pg.
No. 3
·
See
my report “Quo Vadis” written in 1987.
·
This
is precisely what I have said in this report.
·
(2-4-99)
Pg.
No. 10
·
In
our case, this would amount to “knowing”
·
Org.
structure
·
Who
is “retiring” when (retirement age)
·
Who
resigned / who joined & based on this up dating Org. chart
·
VRS
(golden handshake) offered to whom.
·
We
must incorporate this in our “PRO-ACTIVE MARKETING” Module.
·
How
many of Foster Partner Members have e-mail addresses?
·
(2-4-99)
Pg.
No. 11
·
When
it comes to shoping for people (really shopping for “skills”), in India, we
shall pioneer this fundamental change, amongst Personnel. i.e. online
headhunting – and, of course, online “jobsearch” an part of jobseekers.
·
We
have taken the first step with our “Shopping-Basket” for headhunters
·
We
are a PRIME example.
Pg.
No. 12
·
In
our case, “which corp. is putting up what projeet where OR got what contract
& therefore will need to mobilize what type of executives & “when”.
·
We
need to place this info into the hands of our consultants.
Pg.
No. 13
·
We need to do the same. in
our order Execution Module, I have already mentioned a “CLIENT INFO. SERVER”
& a CANDIDATE INFO. SERVER”, thru which they can “acces” their status of
orders.
·
When an executive submits
his resume to us, he too places an “ORDER” on us!
·
To order
Pg.
No. 18
·
Our
order “Backlog” how many “search-assignments” are pending / of what value / for
how long? Consultant-wise / Total.
·
“Order
Execution” – at what “stage” is each assignment? How much time each “stage” consumed?
– as agains STANDARD time for each stage.
Pg.
No. 19
·
If
we treat each “Search Assignment” as a distinct “PROJECT”, then our “Order
Execution Module” should be quite similar to some of the readily available
“PROJECT MANAGER” softwares available in the market-tailored to our UNIQUE
business needs.
·
e.g.
delays-variances of time & expenses.
·
Which
corpo. or which Ind. Is placing executive search assignments and for what kind
of executives.
Pg.
No. 20
·
Nirmit your
Saturday staff meets.
Pg.
No. 23
·
CYRIL
Pg.
No. 34
·
Many
different databases to seamlessly integrate into one?
Pg.
No. 39
·
Our
entire “Order Execntion Module” (Which shall be Internet / Extranet / intranet
integrated) is targeted to oreate a Paperless environment. All external
communication (with Clients / Candidates / Suppliers / Vendors) must be e-mail
based. Most of the “communications” must be in the form of “Standard Letters /
Templates” which can be “ccustomised” on the screen, if so desired.
Pg.
No. 41
·
NIRMIT
·
Very
Similar to our “Process” – except our daily volume is much lower as of now!
(April 99)
·
Do
we I think so.
Pg.
No. 42
·
CYRIL
·
You
may wish to study “RESTRAC”
·
In
our case, this would help second consultant meeting same executive 6 months
later for another assignment.
Pg.
No. 43
·
We need one in our Order
Execution Module.
·
Personnel Manual
Pg.
No. 44
·
Obriously
Microsoft have different CONTENTS on – Internet & - Intranet sites, but
both are used for “decision-support” by employees.
Pg.
No. 46
·
Cyril
Pg.
No. 48
·
Filling
in L & T’s Performance Appraisal Form was no different!
Pg.
No. 50
·
Typing in a “figure” could
have been easier but, I suppose, “increasing / decreasing” the figure by
sliding is “FUN”!
Pg.
No. 52
·
Peanuts for
MS.
Pg.
No. 53
·
As
far as our “clients” are concerned very have “e-mail” addresses, but I suppose
most have “FAX” nos – so I suppose, if we changeover to “faxed” correspondence
with all of them, we would be “documenting” our communicatious with them.
·
In
L & T, also VENDOR code No’s!
·
In
L & T’s switchgear factory. We introduced Material-codes on all stores
requisitions in 1968! Stores would not issue materials without this code no.
Pg.
No. 54
·
Nirmit
·
Cyril
·
Army
of data-entry operators!
Pg.
No. 55
·
Cyril
·
It
is high time, we incorporate something like this in our Internet Resume form so
we could get feedback from the executives who fill in this form.
·
Cyril
Pg.
No. 58
·
Nirmit
·
I
suppose, we could prepare 1999 – 2000 (always use full 4 digits) budget no
“TELLY” which would throw-up a “variance Analysis”.
Pg.
No. 59
·
What “processes” are “central”
to our business?
·
# Receiving Resumes in
“structured” electronic forms / coding / searching based on search – parameters
·
# Receiving search –
request (shopping baskets) electronically, respording to clients
·
# Order Execntion
(correspondence with clients & candidates)
·
# Intevriew & assess
candidates x; their suitability
·
Cyril
Pg.
No. 67
·
NIRMIT
·
We
are an “intermediry” between a candidate (jobseeker) & a clicent
(job-giver) and unless we “add value” to their interaction, we too would
perish!
·
In
our case, our clients “DESIRE” to find / appoint a competent executive the
moment he thinks that absence of such an executive is a “PROBLEM”
·
Never
forget that the competitors are working hard to make us “Obsolete”!
Pg.
No. 68
·
NIRMIT
Pg.
No. 69
·
Like
our module #1?
·
Like
ARDIS?
·
Exactly
what we are finding!
Pg.
No. 70
·
Pioneers
always have to work harder to prepare the road for the followers.
·
‘Times
of India’ & ‘Indian Express’ (both big online players) have got into
“JOB-SITES”. I would not be surprised if, before long, Rediff & Satyam also
get int this!
Pg.
No. 71
·
Yes-this
we did in 1994-1995 (or even earlier).
·
-Yes.
Pg.
No. 73
·
If
we work hard to retain our #1 RANK (headhunt) on YAHOO / HOTBOT / INFOSEEK, our
competitors are bond to work even “harder” to displace us!
·
Cyril
·
In
our case, before end of 1999 (i.e. in next 8 months) we should be able to
present to a “headhunter” a “Trusated Resume” of any candidate on-line.
Pg.
No. 75
·
Comparison
shopping
·
In
our case
·
Given
ideutical search parameters, how many executives get short-listed on the
websites of our competitors?
·
Do
we offer a wider choice – even at a higher price?
·
Shope
of things to come?
·
We
are a good example of this.
Pg.
No. 76
·
In
our business, “price” is unlikely to be a major consideration for our clients.
What will swing the decision in our favour?
·
Speed
of Response
·
A
wider choice (amongst candidates presented)
·
Our
own assessment of each candidate presented.
Pg.
No. 77
·
offering
“Specialist” executives (from our database) to a company putting-up a PROJECT
for XYZ product / service (Pro-active Marketing Module).
Pg.
No. 78
·
When
we permit corporati ons to advertise jobs on our website, & candidates can
apply directly, we are not adding any value but when candidate traffic
builds-up, we start by asking for MINIMUM
·
REGISTRATION-INFO.
– then expand & ask for move [data] from those who wish to “job-search” on
our site.
·
Which
we are!
Pg.
No. 79
·
We
have to be this
Pg.
No. 81
·
Also
true of consultants?
·
Same
with us.
Pg.
No. 83
·
Cyril
Pg.
No. 86
·
For
us, for agiven client (or a non-client),
·
Who
resigned
·
Who
retired etc.
·
Who
got promotion
·
This
would be our own EARLY WARNING SYSTEM for initiating PROACTIVE MKTG. efforts.
·
Exective
Tracking System.
·
In
our case “SEARCH”
Pg.
No. 87
·
Personnel
Managers
·
One
day, we will insist that all of our searchable databases are “accessible” only
to those who REGISTER with us.
Pg.
No. 88
·
If
we too wish to have a demographic break-up of people who “Register”, we will
need their “Address” as part of “Registration-Data”.
Pg.
No. 90
·
Cyril
·
Like
our HH3P?
Pg.
No. 93
·
We launched
our website in Nov. 97.
Pg.
No. 95
·
CYRIL
·
Pg.
No. 96in our case, helping our clients develop appropriate – Org. charts – Job
Descriptions etc.
Pg.
No. 97
·
Good idea!
Pg.
No. 98
·
Cyril
·
We
have to keep this in mind when we plan our own server
·
Headhunt
shopping baskets
Pg.
No. 99
·
I wonder if
we have eliminated all errors from our website.
Pg.
No. 100
·
Our
model must be based on “evils of typed resumes”
·
If
we can eliminate “typed resumes”, we can release our data-entry staff to create
& upload such other databases that could interest our clients. Similarly
greater use of e-mail would free-up our working capital tied-up in
·
Mailers
·
Envelopes
·
Labels
·
Postage
stamps
·
Etc.
·
Someday
we must get our major clients to be come member of 3P CLUB & give them “Priviledyes”.
Pg.
No. 102
·
Cyril
Pg.
No. 103
·
We
have done the same – soon we may need to extend this to “corpo. Job Advts” as
well.
·
I
am sure we can surpass this if we can upload more job-advts from all over the
country.
·
In
India 100 million people are on look-out for JOBS!
Pg.
No. 104
·
We
cannot show a photo of our candidate!
·
We
have still to find this!
·
It
has certainly brought more visitors.
·
Nov
do we.
Pg.
No. 105
·
Naukri.com
has tied-up with 200 (small?) placement agencies (to do what?). we connot let
other “headhunting” agencles see our Resume databases.
·
Should
we do this?
·
In
our case, I suppose 95% are job-seekers.
Pg.
No. 106
·
When
hotel-rooms in India start offering internet facility to guests, we can expect
a lot of them to log into JOB-SITES.
·
We
must encourage our consultants to surf our competitars websites = offline to
begin with.
Pg.
No. 107
·
NIRMIT
Pg.
No. 109
·
We
have yet to involve our consultants int our website!
Pg.
No. 110
·
Like
clicking on a button carrying our Phone No.
·
(850-5800)
·
Cyril
·
Good
show!
·
Cyril
Pg.
No. 112
·
Within
a few months, we must get hold of e-mail addresses of all “listed” companies of
India.
·
3P
BRAND
·
We
have very little.
·
We
have to be leagues ahead of our competitors when it comes to websites.
·
Our
website is also “highly intervactive” & “customised” – even then, we have
not received many orders online from clients. May be because there are so few
internet connections with corporate India – and even fewer with Personnel
Managers. + Very few Personnel Mangers know that such a site exists! We need to
do far more PROMOTION of our site.
·
(4-4-99)
Pg.
No. 113
·
Yes
·
Yes
·
Perhaps.
Pg.
No. 116
·
When
we upload names of 32000 companies with their “Product-Listing” &
addresses, we too can expect a dramatic increase in our beb traffic! But we
will need to “advertise” (in newspapers / mailers) the availability of this
database.
·
(4-4-99)
Pg.
No. 117
·
This
is why I am targeting our section “EDUCATION”, initially at college-students
& later on at school-students.
·
Gradually
taking shape in Indian colleges.
Pg.
No. 120
·
$ 150-250
Pg.
No. 122
·
Like
“Auto Job Search” on our website
·
This
part we have to do.
Pg.
No. 123
·
ARDIS?
Pg.
No. 132
·
Not
quite yet!
·
Yes.
Pg.
No. 133
·
e.g.
·
We
can have external (part-time) consultants (on retainership), to “interview”
candidates & e-mail feedback.
·
“Content
Creation” in our case.
Pg.
No. 134
·
And we can
help hime put together a “temporary team” from our Resume Database.
Pg.
No. 135
·
Our
“core” competencies should be:
·
Create
databases of Clients / Corporate / Executives / Project / Products
·
Softwares
& technologies to quickly search these databases
·
Order
Execution (Quick)
·
Candidate
Assessment (vido interviewing by experts)
·
Communications
with clients & candidates
·
See
my Concept-Note on PRODEVSYS prepared for Hinduja in 1995.
Pg.
No. 137
·
Here,
we have a situation of “Skill-Buyers” & “Skill-Sellers” (temporary) instead
of Employees.
Pg.
No. 139
·
New
paradigm for us couldbe Matching “Skills” availability database with
“Skills-Required” database, instead of matching companies with candidates.
·
“despatching
mailers”, is certainly one such area for us. Datentry is another.
·
We
should think of subcoutracting this work.
Pg.
No. 143
·
No
·
Not yet
·
No
Pg.
No. 146
NIRMIT
Pg.
No. 149
·
We
have talked of creating & maintaining up-to-date, a “JANAM-KUNDLI” (past –
present – future) of - Corporate & - Executive
Pg.
No. 151
·
In
our case, allowing corporates to post free job-advt. on our site has following
purpose:
·
Build
up “corpo. database”
·
Build-up
“Job Advt” database
·
All
job-advts for a given corporate over a period of 2/3 years for tracking “trend”
·
Treating
each arriving job-advt. as a search query to our own Resume Database &
offer suitable candidates to the advertiser immediately & automatically
Pg.
No. 154
·
In
our business context, this factor is crucial, since, every vacancy need filling
yesterday! – whether in India or in U. S. A.
Pg.
No. 155
·
NIRMIT
Pg.
No. 156
·
Partially
·
Not
yet
Pg.
No. 169
·
NIRMIT
Pg.
No. 172
·
Cyril
Pg.
No. 174
·
NIRMIT
Pg.
No. 175
·
Cyril
·
What’s
New
·
“How
search-engines rank our site” & Ress Reviews
Pg.
No. 176
·
Nirmit
Pg.
No. 194
·
Our
website improvements must depend upon feedback from visitors.
Pg.
No. 195
·
We
have no clue how many visitors to our website succeeded in getting a job thru
“jobsearch” on our site.
Pg.
No. 198
·
A
free flowing, unstructured, undeciphered (NON-ARDIS?) & uncode resume is a
non-digital information. That is why we need ARDIS to “en-code” every facet of
an executive’s personality.
·
CYRIL
·
NIRMIT
Pg.
No. 202
·
We
have yet to implement an auto reminder system that requests “members”to update
their resumes – ONCE A YEAR!
·
Candidate’s
job change frequency?
·
CYRIL
– All of these (data compilation / trend compilation) should flow antomaticallt
from ORDER EXECUTION MODULE.
Pg.
No. 203
·
For
us
·
No.
of proposals sent / No. of online shoppine baskets recd / No. of
search-assignments confirmed / No. of Resumes sentout / No. of resumes recd /
No. of interview-call letters sent out / No. of interviewa held / No. of apt.
letters issued / No. of executives interviewed / Amount of a “dvances” received
/ Amt. of prof. fees recd. / No. of executives joined /
·
No.
of local / outstation phone-calls made
·
No.
of bio-datas scanned & converted
·
No.
of resumes added to the database
·
No.
of “interest – letters” sent out / No. of. Mailers sent out / No. of “online” executive-searches
conducted (headhunt)
·
No.
of online job-searches condncted
·
No.
of “Jobs” uploaded on website
·
We
need analysis by
·
Client
·
Inddustry
·
Consultant
·
“Orders-lost”
analysisie. Orders materialisd
·
Proposals
submitted (HIT-RATE)
·
And
“which” / “how many” orders we lost to “which” competitor.
Pg.
No. 204
·
Comparison
of performances of different consultants
·
Against
“target / budget”
·
Relative
to “each other”
·
Against
own performance of last year.
·
For
us
·
How
many resumes we are getting from which region
·
How
many orders we are getting from which region.
·
central
Repository. & Datawarehousing
Pg.
No. 205
·
We
may not want to write to all of our (past) customers but we should seriously
consider to write to (most) of them as to their current / future executive –
search requirement
Pg.
No. 206
·
As
for as (3P – Candidate)
·
Interface
is concerned, we have done this partially by way of getting candidates to
himself enter resume electronicalhy. Next “VOICE-MAIL” Resumes dictated (to a
computer) over phone using “SPEECH-RECOGNITION”, Then in “Order Execution”
record all conversation (Phone) & convert to text.
Pg.
No. 207
·
Cyril
·
We
must do same thru “speech-recognition” built into our Module # 2.
·
In
ourcase, drop-down MENUS of – Industry – Function – Designation – Edu. Qucli. Etc.?
·
Cyril
·
We
could think of making our internal PROJECT-SCHEDULE (GANTT CHARTS) visible to
our client on our Extranet so he knows where his order “stands” and does not
have to ask questions to consultants.
Pg.
No. 208
·
First
·
e.g.
·
automatic
“distribution” of incoming “search-assignments” amongst our various consultants
depending upon the existing order backlog of each consultant.
Pg.
No. 209
·
Next
which of our “experts” to interview which “potential” candidates (short-listed
by our consultants after searching our database), & WHEN. (i.e. outo
scheduling of INTERVIEW-PROCESS)
·
Cyril
·
I
believe this is what you did for Blue-Star.
Pg.
No. 210
·
For
us, ideal system would permit a client to simply “speak-outt” his “executive
requirements” over phone (may be with ocassional “speech-prompts” from system)
in a free-flowing manner & ARDIS to “understand” & create relevant
“SEARCH-PARAMETERS” & shoot a querry on our database.
Pg.
No. 211
·
e.g.
(in our case):
·
a
client wanting same type (function) of executives again & again.
Pg.
No. 214
·
In
our case, this is like telling a client “well, we found you a good executive
against your last search-request. Are there any other vacant positions, where
we can help you? (A fairly STANDARD LETTER)
Pg.
No. 218
·
My
idea is to let our corporate clients “view” the “Order-Execution Schedule” on
our extranet.
Pg.
No. 219
·
We have ready
made a beginning.
Pg.
No. 222
·
Forus:
·
Fixing
“No. of Days” norms / standards or each “activity” to be undertaken by our
staff-then moritoring “variances” to uncover “problem-areas” (Order Execution
Module)
Pg.
No. 224
·
Head-hunt
queries
·
Shopping
Baskets & actual orders
·
e.g.
sending out “Standardized” interest-letters, interview call letters,
confirmation letters, inquiry letters, promotion letters, regret letters.
Pg. No.
225
·
This is what
we are already doing.
Pg.
No. 227
·
A
corporate client
·
Selecting
an executive
·
Based
on the products mfd / function Industry / Edu. Qusli.
·
We
have no clue!
·
That
is what we are
·
Cyril
Pg.
No. 228
·
Cyril
·
We
have accumulated a database of (may be) 15000 job-advts released by (may be)
could analyse this to tell us “what” kind of executives are desired / required
by each of these companies!
·
(13-4-99)
·
Then
tell individual companies, how many such executives we have in our database a
customised e-mail or letter our Pro-Active Mktg. Module!
Pg.
No. 229
·
Nirmit
·
Cyril
Pg.
No. 233
·
Cyril
·
We
do!
·
For
us “database creation”
Pg.
No. 234
·
It can still
help to “expand” customerbase!
Pg.
No. 239
·
At
L & T (Powai) I sent out similar (printed) circulars to some 7000 employees
(individual copies) once a month, during 1979-1987. See compilation called
“Communicating For Productivity”.
Pg.
No. 240
·
Nirmit
Pg.
No. 244
·
e.g.
·
employee
Data collected by us from Annual Reports could quickly tell us which positions
are going to be “Vacated” due to retirement (since it gives the “age” of each
employee). We could approach these companies in advance.
·
Pg.
No. 245
·
Extranet?
Or Intranet.
Pg.
No. 247
·
CYRIL
·
In
our own “Order Execution” Module, we must ersure that, every morning, when any
consultant logs into the MODULE, the first SCREEN to greet him, shows how much
he / she is lagging behind the NORM / TARGET on the search assignments that he
is handling!
Pg.
No. 251
·
CYRIL
·
In
our case each search assignment is a PROJECT and each consultant (handling that
assignment) is a PROJECT-MANAGER. We too, need such a JANAM-KUNDLI for each
project in ORDER EXECUTION MODULE
Pg.
No. 253
For future “datamining”.
Pg.
No. 254
·
Nirmit
·
For
us right “mix” of search assignments
·
Eg.
·
Top
LEVEL
·
Senior
level
·
Middle
level
·
OR
Headhunt or Databased or Advertised
Pg.
No. 256
·
Nirmit
Pg.
No. 258
·
Cyril
·
Cyril
·
Like
us?
Pg.
No. 259
·
Cyril
·
This
is what we are after since early 1997!
·
(14-4-99)
Pg.
No. 260
·
This, we do
have.
Pg.
No. 263
·
Nirmit
Pg.
No. 266
·
“Processes”
for us are:
·
Scan
/ OCR / txt of typed resumes
·
Data
entry for creation of several “databases”
·
Sending
out hundreds of “Mailers” / interest-interview letters
·
Filling
up “Evaluation” sheets
·
Phoning
conducting “Searches” on our resume database
·
Scheduling
interviews
·
NIRMIT
Pg.
No. 269
·
Cyril
·
In
our case, our clients should be able to “Access” our Extranet & View “Order
Execution Schedule” of their own search assignment. I have already mentioned
this in my 1995 / 96 notes.
Pg.
No. 277
·
NIRMIT
·
This
is very very true of our business.
·
We
will need to bet big amounts on – Software – Hardwar – Telecom (Videocon
fevecing)
·
This
is IT!
·
Belter
& better “Time” – management is the key.
·
Doing
more & more in less & time!
Pg.
No. 278
·
So far only
partially.
Pg.
No. 281
·
In
our case, it is the continuous creation of Resume Database.
Pg.
No. 282
·
Changing our data-entry
operators into “Researchers” of the databases
·
I like to see every data
graphically, because it dramatise the “time” element of a process
Pg.
No. 283
·
Just like
“No. of Visitors” to our websites every hour – we must know no. of RESUMES
submitted every hour.
Pg.
No. 284
·
We
definitely want our customers to be able to access our EXTRANET & beable to
monitor their own “order” in our ORDER EXECUTION MODULE & see how well it
is progressing.
·
This
aspect was more important than the new MODEL! The WAY we conduct
executive-search must differentiate us from all other SEARCH – firms.
Pg.
No. 289
·
Key factors
for success of any organisation
Pg.
No. 290
·
Nirmit
Pg.
No. 297
·
Various
“databases” on our website are like “products” which surfers use.
Pg.
No. 298
·
Cyril
·
In
Order Execution Module, we will need this both, from candidates & clients,
first re:
·
“interest”
in each other
·
Next
re: “meeting-data” (interview).
·
(Interest
Letters Interview-Call Letters)
Pg.
No. 309
·
Cyril
·
We
too, are talking of Modules # 1-2-3-4-5.
Pg.
No. 310
·
Cyril
·
The
Income Tax officer, of course!
Pg.
No. 311
·
We
must have every document (even if electronic), linked to an “Executive Search
Request Number”.
·
It
could be a
·
Headhunt
Query No.
·
Invoia
for OOP exp.
·
Inv
for Prof. fees
·
Cheqne
No. & Amt
·
TDS
·
Service
Tax
·
Internet
based
·
Extranet
based
·
Intranet
based
·
Scan
/ OCR ARDIS Voice-recoguition (for phone-in Resume from home)
·
Resumes
Submitted On-line on Web TV
Pg.
No. 312
·
Cyril
·
Our
“Modules” – but not “years”!
·
Let
us say all 5 modules be fore 7-1-2000.
Pg.
No. 313
·
In our case
it is fairly established
Pg.
No. 315
·
Getting
“resumes” on web & floppy are altoge ther new business processes as
compared to scanning & OCR ivp typed resumes which merely automate old
“data-entry” process.
·
Therefore
in long-term we must get rid of this process by encouraging executives to
(Voice-Recognition) “PHONE-IN” their resumes. That (only) is New Technology for
a New Process.
Pg.
No. 318
Nirmit
Like us!
Pg.
No. 321
·
In
my 1987 report (QUOVADIS) submitted to chairman of L & T, I had vedrawn
corporate Org. chart adding the position of “VP-Information Services” at the
board-lavel. Unfortunatel L & T has not created this position even in 1999!
Pg.
No. 325
·
For us, it
is already 80%!
Pg.
No. 343
·
Like
our “JANAM-KUNDLI” for each candidate!
·
CYRIL
·
When
even any of our CONSULTANTS (or other staff) interacts with an executive
(candidate) OR a corporate CLIENT, all details must be entered (or
voice-captured? Thru speech-recognition of phone call.)
·
e.g.
·
our
consultants being able to remotely log into our INTRANET & view the JANAM
KUNDLI of any executive
Pg.
No. 344
·
Janam-Kundli
·
CONTRA
– INDICATORS
·
In
our case
·
e.g.
·
this
candidate was already interviewed – and rejected by the client – co. some 2
yrs. ago!
·
OR
·
This
executive once worked with this client-co. & left / took VRS
·
OR
·
This
execative is NOT interested in this company because, his one time subordinate
is the M. D.!
Pg.
No. 346
·
Cyril
·
For
us tracking employment history & interview history & achievement /
success history (promotions) attitudes history (not joining after accepting an
offer!) of each execntive in his Janam Kundli.
Pg.
No. 347
·
This
is an interesting feature. In our case, imagire if one of the executives
“registered” with us (MEMBER) comes to know about a VACANCY in XYZ company for
which he is ideally suited. He simply logs into his own MEMBER Area &
leaves e-mail which alerts our consultant to get in touch with that company.
Pg.
No. 349
·
Nirmit
·
“TRACKING”
triggers the thought that if we Scan-OCR-Capture all advts issued by our
competitors on a continuous basis, befor long we would know – who their clients
are – how much business they are getting
·
What
kind of vacancies they are advertising (Finance / Mktg. / Mfg. etc.)
·
In
what geographical region, vacancies are arising. [WHERE]
Pg.
No. 353
·
That is why
we call it JANAM KUNDLI!
Pg.
No. 361
·
One
day all the Edu. Insti. Of India should be listed on our website, along with
“courses” which each offers.
Pg.
No. 368
·
In
our country, ANDHRA leads the way.
Pg.
No. 374
·
Pea-nuts for U. S. Defense!
·
“head-hunt” of pilots
having “adeired attributes”
·
Cyril
·
For us, giving candidates
facility to review their “interview-schedules” with several of 3P’s clients.
Pg.
No. 375
·
Like
our consultant planning the execution-schedule of a SEARCH assignment. In our
case each activity would have “predefined” STEPS with “predefined” TIME-TARGETS
·
MODULE
# 1 QUERY.
·
For
us computerised targeting of potential candidates for a given assignment
Pg.
No. 376
·
Cyril
·
For
us, the eventual equivalent is ONE SINGLE sharply defined search-query
·
Fortunately
our consultants fly the SORTIE from their seats!
·
For
us, equivaleat is real-time Synchronization of internet & our own INTRANET
servers, so that as soon as an executive submits his resume on our website,
that very same moment it also becomes a vailable on our INTRANET database.
Pg.
No. 377
·
Precision
& speed
·
Neural
network?
Pg.
No. 378
·
Mission Review
Pg.
No. 379
·
Order
Execution Module (# 2) / Pro-active Marketing Module Data Mining Module &
[ARDIS] itself are NEW CAPABILITIES that should give us tremendous competitive
advantage.
·
“ARDIS”
is not simply “computerising” an old MANUAL process. It (coupled with phone-in
resumes) becomes a brand NEW process!
Pg.
No. 382
·
Pickingup
(gathering-collecting & even interpreting) INFORMATION, thru eyes, is not
only automatic & continnous for all human beings (and most animal species
as well) but, it is also INVOLUNTARY, as long as eyes are kept open!
Pg.
No. 383
·
We
must devise that ULTIMATE business intelligence system which continuously &
automatically picks-up information from all over re:
·
Jobs
/ Vacancies
·
Candidates
·
So
are we!
·
Smart
consultants
·
Nirmit
·
Web
& Print Media & Annual Reports
Pg.
No. 411
·
As
far as executive-search business in India is concernd we must lead.
·
Cyril
·
Module
2
Pg.
No. 413
·
In India
perhaps not more than 1% of Personnel have a PC on their desk – as of 1999! And
they are our customers.
Pg.
No. 421
·
Cyril
·
Both
of these capabilities are crucial to our business
·
ARDIS
is all about natural language processing
Pg.
No. 429
·
We
have already gone thru the first stage
·
Module
#1 thru #5 are our knowledge Mgmt. Systems.
·
Cyril
·
Our
VISION & GOAL is this
·
8-5-99
·
For
us, it will be display of a candidate’s resume on the screens of a panel of
inter-viewers-even as a video-interview is on + a display of a “ste of
Questions” (Question Data Bank) on the interviewer’s PC screen &
voice-recording of “answers” for subsequent analysis & evaluation.
Pg.
No. 432
·
COM
Pg.
No.437
·
Read,
“staying with Microsoft”
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